Public Storage Regional Manager Interview Questions
& Process

The interview process was really fast and aggressive. I interviewed over Bluetooth in his car. It felt super rushed and aggressive. He immediately told me the salary wasn't negotiable and that if I didn't like it, we could just hang up. I decided to go through with it anyway. They have a minimum base salary with stock incentives on top. He was really overbearing. After the interview, he accidentally called me back right after, thinking I was the next candidate. He started that call by saying, 'My last call was short, I got time now if you do.' I knew right then, with all his unprofessionalism, that I wouldn't get the job. Don't apply here.

So I interviewed for a District Manager job at Public Storage, and it was a pretty structured process. It started with a recruiter screening call for about 45 minutes where we talked about my background, why I wanted to work there, and how my experience fit the role. They also gave me a quick rundown of what the job entails, like managing several sites, sales, and leading a team. Then, I had a two-hour interview with the Regional VP. This one was heavy on behavioral and situational questions, like how I handle struggling employees or locations, how I look at numbers such as occupancy and revenue, and my strategies for motivating teams across different sites. They wanted specific examples of my successes and how I dealt with tough situations before. After that, I did an online DISC assessment which looked at my leadership and decision-making style, and how I'd fit in. They asked for references too, including some past bosses. A really interesting part was a three-hour ride-along with a current District Manager to see the daily grind. It was a good way to see the operations and get a feel for the company culture. The next step was an interview with the VP of Operations for the West Coast. This was more about big-picture strategy and making sure my leadership approach meshed with Public Storage's overall goals, focusing on KPIs, operational excellence, and fitting in. The last interview was with a senior leader and was all about culture and values – teamwork, innovation, customer service, that kind of thing. It wasn't technical, more about whether I'd be a good fit culturally. Overall, it was a really professional and clear process, and they clearly cared about finding someone who not only could do the job but also fit the company culture. It felt thorough but fair, and I definitely got a solid understanding of what they expect from their District Managers.

I was recruited via LinkedIn and researched the company prior to applying. Despite some negative reviews, I decided to move forward. The first interview was with the regional VP and lasted about 45 minutes. Following that, they requested an in-person interview. After the in-person interview, I completed a DISC assessment, which seems to be a significant factor in their evaluation of leadership style. The second in-person interview was about an hour long. This company places a strong emphasis on the DISC assessment.